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Hello:
You are invited to participate in our survey, an educational research project for Graduate studies. In this survey, approximately thirty (30) people will be asked to complete a survey about "The Effects of Diversity among Leadership Teams in a Call Center Operation". There are a total of 15 questions on the survey. Each question will be shown individually. Please read each question carefully, and respond according to the scale provided. Using the radio button, select the response that best describes only your experience. When you have selected your response for each question, please click continue to proceed to the next question, until all questions have been answered. It will take approximately ten (10) minutes to complete the questionnaire.
Your participation in this study is completely voluntary. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions.
Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. If you have questions at any time about the survey or the procedures, you may contact Sandye at (334) 462-7615 or by email at the email address specified below ([email protected]).
Thank you very much for your time and support. Please complete the survey by November 1, 2004. Please start with the survey now by clicking on the Continue button below.
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| Diversity refers to only the color and gender of people. |
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| Diversity training is a good tool used by companies wanting to change employee's thinking and attitude about others who differ. |
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| I view myself as being more diverse in my attitude, behavior and thinking since I have attended diversity training. |
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| The leadership team in the Call Center has a balance of diversity. |
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| I feel at ease around people who have backgrounds or views that differ from my own and approach and do tasks differently than I might do. |
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| It is a duty and responsibility of the Call Center's manager(s) to assure that "all" of their employees are prepared to assume leadership positions and are given fair assessments and equal opportunity for promotion within the organization. |
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| All individuals regardless of their differences should be valued, accepted and respected for unique viewpoints, ideas, thoughts, creativity and opinions that they bring to the Call Center team(s). |
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| The Call Center values people of differences during meetings and activities which require interaction among the leadership team members. |
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| Representatives of many varied differences are valued, offered opportunities to interact, and to be involved in meetings and activities in the Call Center |
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| Specific boundaries are not created and do not exist among representatives and leadership team members in the Call Center. |
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| Increased diversity among the team members in the Call Center can positively improve, control, minimize and possibly eliminate specific boundaries that are created among the Call Center leadership team and representatives. |
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| The leadership team of the Call Center is cohesive and promotes team spirit among Call Center representatives. |
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| When there is display of cohesion and team spirit among leadership team members in a call center, representatives are likely to be more cohesive and team-spirited also. Cohesion and team-spirit can then be said to be a trickle-down effect. |
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| I feel that when there is "zero tolerance" for less than diverse behavior at all levels within an organization, it is most likely that the company's vision to foster diversity would be more effective. |
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| If the company's vision for diversity is to be fostered, individuals of diverse thinking and mindsets should be positioned in key management and leadership positions. |
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